A LETTER TO STAFF FROM RICK ANTHES

With the completion of this year's performance reviews and salary 
adjustment cycle, I wanted to thank you for your cooperation in 
implementing the new system and to briefly summarize the 
results.

First, although no system can be expected to be perfect and satisfy 
everyone, the new performance review system appears to have 
worked well.  I credit the training sessions held for all supervisors 
by Human Resources for much of the success in making the 
transition as smooth as possible.  Credit is also due to the 
supervisors who implemented the new process.  Second, all 
organizational units in UCAR followed the guidelines established 
by the management of UCAR, NCAR, and the UCAR Office of 
Programs.  In particular, the UCAR-wide cap on salary increases of 
3.3% and the 2.5% cap on NCAR and UCAR employees supported 
by indirect costs (overhead) were adhered to.  (Exceptions were 
made for certain small units based on carefully justified factors 
such as anomalously low compa-ratios and internal equity issues.) 
Also, there were no significant differences among groups of 
employees (for example, between exempt and nonexempt, male 
and female, or white and nonwhite).

I know that some employees are disappointed at the lower salary 
increases this year compared to recent years.  However, as discussed 
at the several recent town meetings, I believe that constraining 
salary and benefit costs at UCAR is an important way of dealing 
with a budget that is increasing only slowly at best.  The tradeoff is 
literally between size of program and staff and size of salary and 
benefit increases.  We will continue to closely monitor 
compensation trends in organizations similar to UCAR to 
maintain fair and competitive salary and benefits at a cost we can 
afford.

Thanks again for your cooperation and understanding.
Suggestions for improving administration of the process are 
welcome and should be sent to Human Resources in care of Mark 
Weaver.